This short guide is intended only to provide a quick overview of the recruitment and selection process for managers. However, full guidance on the process, including information on the regulatory framework and general principles of recruitment and selection, is provided in the University's Recruitment and Selection Guidelines.
1. Planning and Preparation
· Start by defining your recruitment needs, and write or update the job description and person specification. If the job description has changed or is new, you may need to take advice on the grade from HR.
· You'll also need to get post release before proceeding, which you can do by completing a post release form, available from the Planning Office.
· Finally, you should also start to consider a realistic timescale for the recruitment process and agree the composition of the selection panel, ensuring that it meets the requirements of the University's Recruitment and Selection Guidelines.
· Complete a Web Recruitment Advertising Authorisation Form and send this together with a draft advert (no longer than 100 words if it is to be placed in printed media), job description and person specification to Human Resources.
· HR will arrange advertising of all positions and advise on copy deadlines and choice of publications.
3. Selection and Shortlisting
a. All academic and academic related posts (e.g. ATR, ATS, ALC)
· A minimum of two people who are on the interview panel, should shortlist using the Shortlisting Evidence form, ensuring that every applicant for the post is entered onto the form and that the same criteria are used by each person involved in the shortlisting process.
· Once the forms are returned to HR, together with the Summary Shortlist form they will arrange the interviews (usually a maximum of four candidates) and send out reference requests.
· For ATR posts you must ensure that the Associate Dean for Research is consulted, if they are not on the interview panel.
b. All non-academic posts (e.g. S&C, technical, RA)
· Shortlist using the Shortlisting Evidence form, ensuring that every applicant for the post is entered onto the shortlisting form and that the same criteria are used by each person involved in the shortlisting process.
· Send the forms, together with the Summary Shortlist form to an identified member of support staff within the Faculty, School or Department, so that they can arrange the interviews (usually a maximum of four candidates) and send out reference requests.
· The panel should meet in advance of the interviews to agree appropriate interview questions, which should be asked in the same order, to all candidates.
· Interview Assessment forms should be completed by each panel member.
· An Interview Assessment Summary sheet should be completed by the Chair, following the conclusion of the interviews.
· Each candidate will have been asked to bring along proof of their eligibility to work in the UK and someone should be nominated to take a certified copy of this before or after the interviews.
All academic posts (e.g. ATR and ATS)
The appropriate documentation, as issued by HR to the Chair of the panel, should be returned to the HR Office including the copies of the proof of eligibility to work in the UK for each candidate.
All academic-related posts (e.g. ALC) and non-academic posts (e.g. S&C, Technical, RA)
Once a decision has been made, you should send to HR:
a. Recommendation for Appointment form signed by the Chair of the panel or appropriate Head of School/Division.
b. Interview Assessment forms completed by each panel member.
c. Interview Assessment Summary sheet completed and signed by the Chair.
d. Shortlisting evidence forms (see 3b.)
e. Proof of eligibility to work in the UK copy signed and dated to verify original has been seen.
f. The successful applicant's application form, CV, references and related documentation.